Growth Mindset — A coaching tool

We know in this Digital era, we cannot have a mindset example

Avoiding challenges: People with a fixed mindset may avoid taking on new challenges or tasks that are outside of their comfort zone. They may fear failure and believe that their abilities are limited, which can lead to a reluctance to take risks.

Feeling threatened by others’ success: People with a fixed mindset may feel threatened by the success of others, as it challenges their belief in fixed abilities. They may compare themselves to others and feel inferior or resentful.

Giving up easily: People with a fixed mindset may give up easily when they encounter obstacles or setbacks. They may believe that their abilities are fixed, and that failure is a reflection of their innate limitations, rather than a natural part of the learning process.

Ignoring feedback: People with a fixed mindset may ignore feedback or criticism, as they believe that their abilities are fixed and cannot be changed. They may be resistant to learning and growth.

Viewing effort as pointless: People with a fixed mindset may view effort as pointless, as they believe that their abilities are fixed and cannot be changed. They may believe that success is determined by innate talent, rather than effort or hard work.

Such mindset can limit an individual’s potential and hinder their personal and professional growth.

By recognizing these symptoms and working to develop a growth mindset, individuals can overcome these limitations and achieve their full potential.

How can a coach help through coaching conversation?

Coach: Hi, how are you doing today?

Coachee: I’m good, thanks.

Coach: Great, I wanted to talk to you today about your mindset. How do you see yourself in terms of your ability to grow and learn?

Coachee: I think I have some areas where I could improve, but I also feel like there are certain things that I’m just not good at.

Coach: Can you give me an example?

Coachee: Well, I’ve always struggled with public speaking. I feel like I’m just not a natural at it.

Coach: I see. So, what if I told you that your ability to become a better public speaker is not fixed and that you have the potential to improve with practice and effort?

Coachee: I would like to believe that, but I’m not sure I really can.

Coach: That’s understandable. But have you ever seen someone who was a terrible public speaker become great with practice?

Coachee: Yeah, I guess so.

Coach: Exactly. So, it’s not a matter of innate ability, but rather a matter of practice and effort. What if we worked together to develop a growth mindset around public speaking? We can start by setting some specific goals and identifying some actionable steps that you can take to improve your skills.

Coachee: That sounds like a good idea. But what if I fail?

Coach: Failure is a natural part of the learning process. In fact, I would argue that failure is necessary for growth.

The key is to view failure not as a reflection of your innate abilities, but rather as an opportunity to learn and improve.

We can work together to identify what you can learn from each setback and how you can use that knowledge to continue to grow and develop.

Coachee: Okay, I’m willing to give it a try.

Coach: Great, let’s get started by setting some specific goals and identifying some actionable steps that you can take to improve your public speaking skills.

Remember, the key is to embrace challenges, persist through obstacles, and view failure as an opportunity for learning and growth.

When team members adopt Growth Mindset, they will exhibit

A team member who struggles in work but is determined to improve: The team members recognizes that their current skills are limited, but they believe that they can improve with practice and effort. They seek out resources and support, such as tutoring or online tutorials, and persist through challenges and setbacks.

An entrepreneur who takes risks and learns from failure: The entrepreneur recognizes that failure is a natural part of the learning process and embraces it as an opportunity to learn and grow. They take calculated risks, learn from mistakes, and pivot their approach as needed to achieve their goals.

An athlete who continually sets and achieves new goals: The athlete sets challenging goals for themselves and works consistently to improve their skills and performance. They view setbacks as opportunities to learn and adjust their approach, rather than as a reflection of their innate abilities.

A manager who encourages and supports their team’s growth: The manager recognizes that their team members have the potential for growth and success, and they provide opportunities and support for their team members to develop new skills and take on new challenges. They value effort and progress over outcomes and provide constructive feedback to help their team members improve.

A learner who seeks out new experiences and knowledge: The learner is curious and open-minded and seeks out new experiences and knowledge to expand their understanding and skills. They embrace challenges and actively seek feedback and constructive criticism to improve.

Overall, individuals with a growth mindset recognize that their abilities and intelligence are not fixed, and that they have the potential to continually learn and grow.

They embrace challenges, persist through obstacles, and view failure as an opportunity for learning and growth.

The components of growth mindset include:

Belief in the potential for growth and change: People with a growth mindset believe that their abilities and intelligence are not fixed, but can be developed through effort, learning, and practice.

Embracing challenges: People with a growth mindset view challenges as opportunities for growth and development, rather than as obstacles or threats.

Persistence and effort: People with a growth mindset are willing to put in the effort and work necessary to achieve their goals, even in the face of setbacks and obstacles.

Learning from mistakes and failures: People with a growth mindset see mistakes and failures as opportunities to learn and improve, rather than as a reflection of their innate abilities or intelligence.

Seeking out feedback: People with a growth mindset actively seek out feedback and constructive criticism to help them improve and develop.

Embracing change: People with a growth mindset are open to change and willing to adapt their thinking and behavior in response to new information and experiences.

Valuing progress over outcomes: People with a growth mindset focus on the process of learning and development, rather than solely on achieving a specific outcome or goal.

By asking such questions, team members can expand the growth mindset

1. What can I learn from this situation?

2. What opportunities for growth and development does this challenge present?

3. What skills or knowledge do I need to develop to achieve my goals?

4. How can I approach this problem from a different perspective?

5. What feedback have I received, and how can I use it to improve?

6. What are some small steps I can take today to move closer to my goals?

7. How can I stay curious and open to new ideas and experiences?

8. What can I do to maintain a positive attitude and mindset, even in the face of setbacks and obstacles?

9. How can I support and encourage the growth and development of others?

10. What can I do to celebrate my progress and acknowledge my achievements, no matter how small?

Overall, a growth mindset involves believing in one’s potential for growth and development, embracing challenges and persisting through setbacks, learning from mistakes and feedback, and valuing progress over outcomes.

By cultivating a growth mindset, individuals can increase their resilience, creativity, and adaptability, and achieve greater success in their personal and professional lives.